Makes accusations

Territorial

There are three ways in which group members tend to react to a bad apple.

2) Rejection: removal of the bad apple.

3) Defence: if a member lacks the sufficient power to express their concerns or remove the bad apple, a common consequence is defence (e.g. denial, social withdrawal, anger, anxiety).

Defence is the most ineffective and destructive method of coping with a bad apple, whilst attempting to motivate the negative person is usually the most successful strategy.

Additional coping techniques include:

Inform your Manager as soon as possible, before the problem becomes harder to eradicate.

Managers should talk to the individual in private.

When challenging a bad apple, start with a positive statement so as not to evoke immediate defensiveness from the individual.

Be specific when noting any of their negative behaviours.

Determine any underlying causes, such as a need for further training.

Use staff appraisals to monitor team dynamics.

Do not lose sight of the positive aspects of the team. Other members need to continue to praise one another’s efforts in an attempt to strengthen those areas that are being overshadowed by a negative team member. In turn, this demonstrates to the bad apple appropriate team member behaviour.

Ideally, a bad apple will be identified before they are employed, but in the real world this isn’t always possible. I hope this blog has helped you to identify ways to cope with a bad apple at work. Does anyone have any other strategies they could share?

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4 replies

Hi Nicola,
There’s only one thing to do with bad apples, kick them out of the applecart, and into the bin. It’s true how one bully or negative person can upset the whole workforce. Usually it’s because they have a deep rooted problem of their own and need therapy, or a good telling off.

A rotten apple can surely spread, Susan. The problem is that it isn’t always possible to kick them out the applecart. Then there is the challenge of trying to remain upbeat and team oriented when someone is bring the team down.

Christine, this certainly makes things more difficult! Some of the same ‘rules’ apply in terms of how to cope with the situation (i.e. focus on the positives, don’t stoop to the same level), but whether the boss should be approached all depends on the extent of how ‘bad’ they are. If their behaviour enters into the realms of bullying then another superior should be approached (even if this is done anonymously). Chances are, if the bosses behaviour is negatively impacting you, it is having the same impact on others.

I would like to put this out there for others? Has the bad apple ever been your boss and how have you dealt with this?